HR Lagniappe

Louisiana SHRM


1 Comment

November #SHRMChat – Diversity & Inclusion

shrm_diversity_logoNext week (Tuesday, 11/12/13) it’s time for #SHRMChat on Twitter!  These chats are based on the SHRM Core Leadership Areas (CLAs) and began with an idea from the fabulous Joan Ginsberg.  Each monthly chat is sponsored/hosted by either a state council or local chapter and we are thrilled that Louisiana SHRM is hosting the November chat.  If you have never participated in a Twitter chat before, follow this link for some easy directions.

One of the CLAs that SHRM has classified as a necessary HR discipline is “Diversity” and most (if not all) chapters and state councils have a volunteer leader tasked with oversight of this CLA.  SHRM’s definitions are as follows:

  • Diversity“the collective mixture of differences and similarities that includes for example, individual and organizational characteristics, values, beliefs, experiences, backgrounds, preferences, and behaviors.” 
  • Inclusion“the achievement of a work environment in which all individuals are treated fairly and respectfully, have equal access to opportunities and resources, and can contribute fully to the organization’s success.”
  • Diversity Management – “the comprehensive organizational and managerial process for leveraging diversity and achieving inclusion that maximizes the potential of all employees.”

As usual, our chat will take place at 8 PM Eastern/7 PM Central on the second Tuesday of the month (November 12, 2013).  We’ll be discussing the following on the Diversity & Inclusion #SHRMChat:

Q1:  Do your members define Diversity & Inclusion the same way SHRM does?

Q2:  What are some successful Diversity & Inclusion initiatives your chapter or state council has implemented?

Q3:  What are some resources (people, publications, events) that have been of assistance with D&I?

Q4:  Does your chapter or council integrate D & I with other CLAs (i.e. Membership, Workforce Readiness)?  If so, what do you do?

Q5:  How can HR pros/SHRM educate OTHERS (execs, community) about what “Diversity Management” really means?

Please join us! We’re looking forward to your participation on Tuesday November 12th!


Leave a comment

In Case You Missed It; or Even if You Didn’t #LASHRM13 Recap

BRCheck out a variety of blog posts recapping the Louisiana SHRM State Conference on Human Resources.  It’s the next best thing to having been there!

#LASHRM13: Jennifer McClure, on the Future of HR – from MonsterThinking (Monster Worldwide)

#LASHRM13: HR’s Turning Point: Are You Staying in Place or Moving Forward? – from MonsterThinking (Monster Worldwide)

Hey HR Get Over It, Social Media Is Here to Stay! – from Michael Haberman

The “Word” From #LASHRM13: HR’s Culture, Turning Point & Future-Pt. 1from Janine Truitt

The “Word” from #LASHRM13: Sleuths, HR Tech, Communication, Culture, and Social Media-Pt.2 – from Janine Truitt

10 steps to change (and a bonus) #LASHRM13 – from Bill Boorman

And Then This Happened – from Doug Shaw

#LASHRM13 TAKEAWAY: “BURNING THE BRAS” IN #HR – from Crystal Miller

Live from #LASHRM13: A Lawyer’s Advice on Employee Classification – from My Back Office

Live from #LASHRM13: How Social Media Helps HR – from Reputation Capital Media

#LAshrm13: A Social Media Success Story – from The Starr Conspiracy

Social activity from the Louisiana State SHRM Conference 2013 (April 7-9) – Storify by Lizzie Maldonado

********

image courtesy of RedStickNow


2 Comments

NY Comes to Baton Rouge – #lashrm13

new-york-skyline-at-nightToday’s guest post is from Janine Truitt who will be attending the Louisiana SHRM State Conference as a member of the Social Media Team. Janine’s career spans eight years in HR and Recruitment and she is best known for her blog “The Aristocracy of HR” (TAOHR) where she discusses Talent Management triumphs, blunders, and best practices.  You can follow Janine on twitter at @CzarinaofHR.

**********

My pending travels to Baton Rouge for Louisiana SHRM 2013 (LASHRM) is my first trip to Louisiana ever. Even more interesting is that this is my first state SHRM conference (gasp). I had no clue that people from other states attended other state conferences and that there was all of this pomp and circumstance behind it. Who knew? I have never even gone to the SHRM New York State Conference in Saratoga Springs, NY, which is slightly shameful. The only brownie point I get is for knowing that it is held in Saratoga Springs, NY, I mean Buffalo, NY.

Many of my colleagues have asked me, what is the purpose of my involvement with LASHRM? How is it benefiting you? More importantly, why am I going all the way to Baton Rouge to learn more about HR?

Quite simply. I’m intrigued.

It is amazing that there is a social network that exists beyond, well, social media. This network moves from state to state supporting each other’s state SHRM conferences and other HR events. Isn’t this after all what HR aspires to be? It is the epitome of HR moving from silos to working collaboratively and sharing knowledge freely.

How boring we were sitting in our own ordinary conferences commiserating over the same legislature challenges and HR state trends year after year. The same faces. The same voices. The same program. Boring!

Conferences like LASHRM are shifting the paradigm of conference attendance to something more haute and fashionable. It is a paradigm of getting a diverse group of people in a room somewhere across this great U.S. A. to discuss how we keep this HR machine alive and going.

I am a diehard fan of HR. Progressive HR events and initiatives are what get me going. Plus, I’m a New Yorker so if it’s or a reason to party I’m all there. I can’t dismiss the true jewel in all of this which will be my chance to explore a new locale and some great food.

As a member of LASHRM’s esteemed social media team, I will be coaching HR people on how to effectively utilize social media for their HR efforts. However, please know that I will be indulging in some Gumbo, Po Boys, and some warm, powdery beignets when I am not fulfilling my social HR duties.

Okay, I’m a self-confessed foodie, but anyhow, be sure to give this New Yorker a warm welcome when you see me at LASHRM on Social Media Street. I know they say that we New Yorkers aren’t friendly, but I promise I will let the hospitality of the south overcome me. I hope to see you there.


Leave a comment

Keep Calm – Social Media is Just Like Real Life #lashrm13

keep-calm-and-tweet-onToday’s guest post is from Janine Truitt who will be attending the Louisiana SHRM State Conference as a member of the Social Media Team. Janine’s career spans eight years in HR and Recruitment and she is best known for her blog “The Aristocracy of HR” (TAOHR) where she discusses Talent Management triumphs, blunders, and best practices.  You can follow Janine on twitter at @CzarinaofHR.

**********

I’m not sure where these countless “Keep Calm” messages keep emanating from but they are catchy and redundant. The catchy reason is why I decided to use it as a title. The other reason is it drives an important message I want to send to my fellow HR colleagues.

Dear HR Professional:

I want you to know that you can calm down. Social Media is just like real life only digital. There are altruists. There are pessimists. There are the people that won’t be caught dead engaging with you if you’re not part of their clique so guess what they do they contact you behind the scenes rather than engage with you openly for all to see. It’s like the jock that secretly has a love for all things nerdy and meets their nerd friend in an alley to read Moby Dick after school, but shoves and ignores the nerd while in school. I guess it is better to engage in private than not at all, because there are those that won’t give you the time of day ever. Can we say narcissism?

In any event, the same challenges and joys of engaging with people in real life exist in the social media space. People are no different in social media than in real life, they just favor social engagement of the digital kind.

Weird. Maybe.

If you asked someone ten years ago if they could imagine spending more time in front of a computer speaking to other people than their real-life colleagues, they would probably think you needed your head checked. Yes, there was My Space and the beginnings of social media but nothing like what it is today. According to a Huffington Post article authored by Sam Fiorella, “the total time spent engaging on social media sites is up to 37% as of July 2012.” It might seem strange to an HR professional that hasn’t already taken the social plunge that there would be such meaningful and profound opportunities to learn, engage, and collaborate via social media. The unfortunate reality for that individual is that they are increasingly the strange one for not taking advantage of something that is vastly becoming a business imperative. Newsflash: social media is no longer a trendy or a fleeting thing. Social Media is an ecosystem of active job seekers, passive job seekers, entrepreneurs, thought leaders, professionals from every industry just looking to be a signal in the noise etc.

The moral of the story is: HR professionals may not see the need to be on a social network for personal reasons, but they should at least be willing to see the benefit in utilizing it for professional and business purposes. It is not a one size fits all sort of thing. Like most things in life and business, you should utilize the tools that provide the best return on investment. That is-don’t do social media for the sake of doing it. Be intentional about your reasons and what is best suited for your customer base.  At least now, as you rethink your position on social media, you can breathe easier knowing that there are no unicorns or mystical characters in this space. It is the same ol’ same and you know what that entails so keep calm and take the plunge.

If you need support, consider coming to Louisiana SHRM State Conference  from April 7-9 to get some tips from the social media team on how to get started.

*********

image courtesy of Kelly Lux


Leave a comment

Irritation and Introspection – #lashrm13 preview

Today’s guest post is from Brad Galin who will be presenting a concurrent session at the Louisiana SHRM State Conference on Tuesday, April 9th; you can find the details here.  Follow Brad on Twitter and check out his blog, RollerCoaster HR.

**********

There has been much introspection on my part lately.  The end of my MBA studies is simultaneously exciting and daunting.  In my attempts to decide “What’s Next” I have started talking to others about their own milestones and what, if anything, served as an “a-ha” moment in their own career and life progression.

What I have found is that there is rarely any one thing that acts as a trigger point and that it takes much time and even more interaction with others to help set events in motion.  Learning about others and what makes them tick is one piece, but there is something more that has turned out to be even more informative.  A quote by Carl Jung sums it up well:

“Everything that irritates us about others can lead us to an understanding of ourselves.”

It is possible to learn from the mistakes we make as well as the mistakes made by others.  However, it is even more important to reflect inwardly when faced with a truth that does not fit with our own preconceived notion of being, especially when that truth lays elsewhere and can serve as warning to us as we push forward.

In my organization (and many others) there is a tendency to complain and ridicule the behavior of others.  It’s not a big leap to begin the process of thinking through the reasons that a particular thing is a source of irritation.  That process alone is a move forward to gaining a better understanding of ourselves and then to push these areas as opportunities for growth.


1 Comment

The Art of Foresight: A Tool for HR in a Changing World #lashrm13 preview

signpost of timeToday’s guest post is from Mike Haberman, SPHR, who will be presenting a concurrent session at the Louisiana SHRM State Conference on Monday, April 8th entitled “7 Steps to Becoming an HR Futurist” – you can find the details here  Follow Mike on Twitter and check out his blog, HR Observations.

**********

If you have read HR Observations for any period of time you know that Futurism is a frequent topic. I have written about it here, here, and here as examples.  The title of this piece came from a special report published by the World Future Society called The Art of Foresight: Preparing for a Changing World. This report described tools that can be used to anticipate the future. There were 12 tools in all listed in the report. A few of them, simulations, computer simulations, scenario development and analysis, may be beyond the resources of many companies. Some of them, trend analysis, trend projection, polling, historical analysis and modeling may be beyond the interest level of most HR people. But there are four tools that all HR departments, small or large, can use and use effectively. These include:

  1. Scanning: The materials for SHRM’s certification program teaches us that environmental scanning is an important competency for the HR professional. The WFS defines it as “An ongoing effort to identify significant changes in the world beyond the organization or group doing the scanning.” Typically this is a concerted effort to survey newspapers, magazines, web sites, blog posts, newsletters and other media for changes that may have future importance. Google alerts is a good tool for this type of scanning. Pick words or phrases that you consider important to your company or industry. According to the WFS “Scanning focuses mainly on trends–changes that occur through time– rather than events—changes that occur very quickly and are much less significant for understanding the future.”
  2. Trend Monitoring: This is paying attention to trends that have been identified as being important, or potentially important to your particular company or industry. They need to be watched on a regular basis and reported to key decision makers. Be it unemployment, fashion, a particular technology or whatever, you need to determine what it is (scanning) and then watch it. Again Google alerts help as does subscribing to various trend newsletters. I read one published by Trendwatching.com.
  3. Brainstorming: Most of us have heard this term before. WFS defines it as “…the generation of new ideas utilizing a small group assembled to think creatively about a topic, such as a problem to be solved, and opportunity to captue, or a direction to take a new organization.”  Brainstorming is helpful in understanding possibilities and risks. Brainstorming can be done internally or with the help of an outside consultant/facilitator.
  4. Visioning: This consists of picturing your ideal future, often creating several possible and desirable futures. This is often the lead in to strategic planning. Again this can be done internally or with outside help.

So there you have four tools that all HR professionals and HR departments can use for aiding in anticipating the future in order to be better prepared for it.


Leave a comment

It’s not about HR – #lashrm13 preview

up arrowToday’s guest post is from Broc Edwards who will be presenting a concurrent session at the Louisiana SHRM State Conference along with Cheryl Gochis on Tuesday, April 9th.  The name of their session is “No Place Like Home: Changing the Organization with Eight Months of Silo Bustin’, Relationship Buildin’, Educatin’, Innovatin’, Process Improvin’, Job Shadowin’ Fun” and you can find the details here  Follow Broc on Twitter and check out his blog, Fool with Plan.

**********.

It’s not about Human Resources. It’s never about Human Resources. HR is a means to an end, not an end onto itself. It’s about creating great business results by building phenomenally good companies by finding, hiring, developing, and supporting fantastic people so they can make the right decisions and take the best actions.

When we make it about HR we turn inward, build the walls and fill the moat, and start checking the boxes regardless of whether or not they make sense. We hide behind legislation, regulation, and policy. We focus on NOT GETTING SUED. We operate out of perpetual fear and we marginalize ourselves and our contribution. We overbuild processes and policies that weigh people down with complexity.

When we make it about getting really great business results through people (and that’s the only way to get great business results) we become inclusive, expansive, and invaluable. We are aware of and help the company meet it’s legal obligations, but we see that as the start, not the finish line. We build, honor, assist, and create. We push for what’s right and what’s smart. We hold ourselves accountable for performance, outcomes, and results. We understand that people are our customers and provide the highest levels of service. We strive to make things simple.

And we get to choose. Every day we get to choose. What are you going to choose today?